Allegations of misconduct can arise in any workplace and employers often find themselves having to consider whether to place an employee on suspension, with pay, pending the outcome of an investigation and/or disciplinary process. It is undoubtedly the case that employers need to tread carefully when deciding whether to suspend an employee. This view has been reinforced by the Supreme Court in the recent case of O'Sullivan v HSE, which has provided clarity on the law surrounding such holding suspensions.
In this Publication, we take a look at the recent decision of the Supreme Court and outline the do's and don'ts for employers when it comes to implementing a holding suspension.
For more information please contact Triona Sugrue, Knowledge Consultant, Michael Doyle, Partner or your usual Employment team contact.
